Sexual harassment: The dark side of Christmas parties

Christmas – or end-of-year parties – are supposed to be celebratory events that boost morale, bring teams together and recognise achievements. But for too many employees, these seasonal events promote a culture of unwanted attention and inappropriate behaviour. This behaviour can result in long-lasting harm for the victim and damage trust, engagement and the overall workplace culture.  

With proper planning and awareness, festive parties can remain enjoyable while keeping employees safe. To understand why these events can become high-risk situations, it’s important to consider the wider patterns of sexual harassment in the workplace. 

Sexual harassment remains a pressing concern in the workplace. A Unite the Union survey found more than half of women (56%) had been sexually harassed at work, although most chose not to report these incidents for fear of jeopardising their careers or not being believed.  

Perpetuating this fear, 40% of victims saw their job changed as a result of taking action, rising to 50% among those who officially reported the harassment, resulting in many victims choosing to look for a new job. 

And – despite common belief – men experience sexual harassment too,  with a Government UK report stating 34% of men experienced sexual harassment in the year before the survey, though men and women have different experiences. For example, men are more likely to be shown offensive materials or have pictures or videos shared without permission. Women are significantly more likely to be subject to unwanted staring or looks, sexual jokes and inappropriate comments.  

Your employees experience sexual harassment differently, depending on their background 

An intersectional breakdown of the data makes it clear that some groups experience sexual harassment at higher rates than others, highlighting the importance of inclusive policies. 

Almost 70% of LGBT workers experienced at least one type of sexual harassment at work, with around 25% choosing not to report it due to embarrassment or the fear of ‘outing’ themselves at work. This group is significantly more likely to experience unwanted relationship attempts, have their personal space invaded, and be subject to non-sexual touching, compared to their heterosexual colleagues. 

Workers from ethnic minority backgrounds were more likely than White people to experience sexual harassment (49% compared to 42%). This group is more likely to experience unwanted staring or looks, and be exposed to offensive materials and sexual jokes, compared to their White colleagues. 

The Gov UK report also found that people with a highly limiting disability were substantially more likely to have experienced all types of sexual harassment behaviours. This group was 2.5 times more likely to have experienced actual or attempted rape in the last year compared to those without a disability, highlighting the profound power imbalance and heightened inequity faced by this group. 

 Despite the prevalence of sexual harassment, 75% of victims did not report it. This silence represents a culture of fear, complicity and lack of accountability – and when combined with after-hours socialising, alcohol, and blurred business-personal boundaries, the risk of impropriety invariably rises. Organisations must remember that the informal nature of workplace parties can amplify existing disparities and vulnerabilities for some employees. 

The hidden risks of workplace parties 

Each year, thousands of workers plan to boycott their Christmas parties. According to a 2024 survey, almost a quarter of workers decided to skip their Christmas parties last year, with many explaining they wanted to avoid intoxicated colleagues. There is a clear link between alcohol and people who commit sexual harassment. In fact, 42% of managers would choose to exclude alcohol from social activities. That said, it’s crucial to acknowledge that alcohol is not the cause of sexual harassment, but rather a contributing risk factor. 

The Chartered Management Institute (CMI) cites several other high-risk factors at play when it comes to sexual harassment at workplace parties: 

1. Late nights and after-hours socialising can blur the lines between personal and professional lives. 
2. Workplace parties provide the opportunity for senior staff and junior colleagues to mingle, which can result in power imbalances. A TUC report found that almost 20% of women were harassed by either a direct manager or someone else with direct authority over them. 
3. If hotel stays are involved, the distinction between the business spaces and personal spaces becomes less clear. 

Employers are legally obliged to protect workers from sexual harassment – even outside of the workplace 

Last year, the UK Government announced new protection from sexual harassment in the workplace. From 26 October 2024, employers have been legally required to take reasonable steps to prevent sexual harassment – a welcomed move backed by EHRC guidance.  

This duty exceeds the boundaries of the workplace and includes social gatherings – such as Christmas parties – even if they are hosted offsite or outside of usual working hours. If an event is organised by the employer, it is legally considered an extension of the workplace. Therefore, employers must proactively assess risk, implement mitigation strategies and transparently document steps taken to protect workers.  

However, it’s also worth remembering that an employer does not need to ‘arrange’ an event for it to potentially be considered an extension of the workplace, as even an informal, hastily arranged event where colleagues arrange to meet outside of the office could also be considered as such. Ultimately, any event or activity where the common connection between those in attendance is ‘work’ has the potential to be considered an extension of the workplace. 

Organisations should also ensure reporting processes are transparent and confidential, so employees feel safe reporting any incidents that occur during or after the event. 

5 festive situations that seem harmless but can quickly cross a boundary 

These example situations may seem light-hearted initially, but they can carry hidden risks if not managed effectively.   

1. Mistletoe – a fun festive tradition or a set-up for an uncomfortable moment that encourages unwanted attention? A kiss on the cheek might seem playful but even well-intentioned gestures can cross the line or put someone on the spot, especially when there’s a power imbalance or alcohol involved.
   
   
2. ‘Secret Santa’ gifts – Employers could be held liable if an employee receives an inappropriate or offensive gift. A survey by HR and employment law specialist, Citation, found that employees had been gifted underwear, products of a sexual nature, phallic-themed chocolate and female sanitary products. Yet, only 5% of organisations surveyed had a gift-giving policy in place. If participating in Secret Santa, organisations should publish clear guidance on what is – and what is not – appropriate. 
   
   
3. When dancing crosses boundaries – Dancing should be fun, but if someone is dancing too close, dancing in a sexual manner, or repeatedly asking a colleague to dance after they’ve declined, it can quickly become inappropriate. Managers should monitor the dancefloor and social areas, intervening if behaviour becomes intrusive. 
   
   
4. Dress-code comments – Workplace parties can be a chance to get glammed up and leave office attire behind, but compliments can quickly cross a line. Comments about how “sexy” or “hot” someone looks can make them feel objectified. Sharing a code of conduct ahead of social events helps clarify expected behaviour and normalises respectful compliments. 
   
   
5. Getting home safe – Offers to make sure a colleague gets home safely are often well intentioned, but they could create a pressured situation as a one-to-one walk, lift home, or shared taxi ride can blur boundaries or feel intrusive. Checking in on colleagues is positive, but it should always be done with clear consent and without pressure. 

7 ways to safeguard employees at workplace events and parties 

Festive parties should remain the celebratory events that they are designed to be. Whether hosted in the physical workplace or elsewhere, organisations are obliged to protect employees from sexual harassment. We’ve shared seven strategies to help you create a safe, enjoyable and respectful event for everyone. 

1. Communicate expectations in advance. Send a company-wide reminder that the festive party is still a professional event, and behaviour should reflect this. 
   
   
2. Publicise your anti-harassment policy. Your policy must specifically include sexual harassment and acknowledge your organisation’s duty to protect employees. Let employees know who they can approach if something makes them uncomfortable, whether at the event or afterwards. Appoint a designated contact or safeguarding lead for the event.
   
   
3. Organise safe transport arrangements. Offer pre-arranged taxis or a central pick-up point so nobody feels pressured into sharing or accepting a lift from a colleague or navigating the journey home alone. 
   
   
4. Keep safety in mind when choosing the venue. Pick a venue with adequate lighting and security. Central locations with good transport links and well-staffed public areas help ensure employees can arrive and leave safely without feeling vulnerable.
   
   
5. Review feedback and experiences. Investigate any issues from previous social events and ensure risk mitigation strategies have since been implemented to avoid them happening again. After the event, request feedback from employees about whether they felt safe and if they had any concerns. 
   
   
6. Encourage responsible drinking. Consider whether it’s necessary to have a limitless bar, as alcohol can contribute to impaired judgement and inappropriate behaviour. Provide non-alcoholic options for those who choose not to drink. 
   
   
7. Enrol in sexual harassment training. Managers should have the tools to identify inappropriate behaviour and constructively intervene, while modelling good conduct. Our interactive sexual harassment training takes a comprehensive look at what sexual harassment is, its impact, how to address it in the moment, and the reasonable steps organisations must take to prevent and report it. 

 For more guidance on how to challenge inappropriate behaviour, watch the below video featuring FAIRER MD Dan Robertson. 

More on preventing sexual harassment 

For more guidance on how to protect your employees from sexual harassment, download our guide on the 2024 duty on harassment in the workplace.  

Alternatively, watch our webinar, which debunks myths and shares strategies for creating a zero-tolerance culture for harassment.  

If you’re ready to take action, our interactive sexual harassment training programme offers a practical and comprehensive view on preventing workplace harassment.